Engagement and Satisfaction Assessment

WHAT

This Engagement and Satisfaction Assessment is a simple way to survey your employees’ level of satisfaction (i.e., their overall happiness) and engagement (i.e., commitment and connection with their work) with your organization, while encouraging discussion and allowing candid feedback. This assessment can be used for both quantitative (via rating) and qualitative responses (through comments and discussion), and developing an action plan allows you to identify strategies to address the areas of concern from the assessment results.

To perform the Engagement and Satisfaction Assessment:

Rate your level of agreement with each of the provided engagement & satisfaction statements.

Provide your rationale for your ratings in the comments section.

Develop an action plan to improve the areas of concern.

WHO

The Engagement and Satisfaction Assessment can be used by HR professionals and senior management.

WHY

Employee satisfaction surveys are a key way to discover your employees’ opinions and the organizational changes you may need to make to increase satisfaction, morale, and in turn drive higher performance and retention. When gauging your employees’ feelings/attitudes towards their jobs and the organization as a whole, it is critical to examine not only their happiness and satisfaction with their position, but how committed and engaged they are as well. Highly engaged employees will go above and beyond their core responsibilities, innovating and thinking outside the box to allow their organizations to succeed (ADP Canada, 2016). Employee engagement has been linked to factors such as workforce performance, customer satisfaction, productivity, turnover, and support of the organization (ADP Canada, 2016).

Even more important than simply understanding the drivers of satisfaction and engagement is moving these findings into actionable strategies in order to increase engagement and retention. “Engagement is not reactive but proactive. Efforts to build engagement should be ‘always on’ through extensive data use and analysis by business leaders. HR, too, must be proactive in engagement efforts. Leading companies have made this their goal and are reaping the benefits; all organizations that want a passionate workforce should follow suit.” (Brown, Bersin, Gosling, & Sloan, 2016) Management should also be transparent and inclusive in their efforts to improve employee engagement; it is critical to regularly examine the current state of engagement and ensure that everyone is “engaged” in the discussion and solutions (Gleeson, 2017).

HOW

1) RATE how much you agree or disagree with each of the provided engagement & satisfaction statements. You can provide rationale for your ratings in the comments section; participants will only see their own comments during this activity, so their responses will truly reflect their own thoughts without being influenced by others’.

0 = Strongly Agree

1 = Agree

2 = Slightly Agree

3 = Neither Agree nor Disagree

4 = Slightly Disagree

5 = Disagree

6 = Strongly Disagree

2) ACTION PLAN: Create an action plan to address the areas of concern.

RESULTS

Comprehensive identification of employees’ levels of satisfaction and engagement

Candid feedback about where and why employees may feel less satisfied or engaged

Action plan developed with employees to address areas of concern and in turn, improve business performance

BENEFITS & IMPACT

This model will enable:

Quality –Understand both qualitatively and quantitatively what drives your employees’ levels of satisfaction and engagement with your organization.

Efficiency – Save time and resources by quickly identifying where the weak spots may be in your employee engagement and easily create actions to mitigate them.

Engagement – Engage high numbers of employees in your assessment, and create a culture that encourages candid feedback. Involve employees in the development of follow-up actions from management.

Agility –Execute an employee satisfaction and engagement assessment quickly and easily, at any time, including the ability to identify follow-up actions in response.